HR Project

INTERNSHIP REPORT

2010Internship Report

Master of Business Administration Program

Name: Noman Nasir

Reg. No: FA09-MBA-081

Specialization: HRM

Cell: 0313-5066490

E-Mail: [email protected]

COMSATS

Institute of Information Technology

Company Name: Pakistan Ordnance Factory

Main Telephone Numbers :051-9055-21029

Fax Number: 051-9271400

Postal Address: Dir HRM POF Board Wah Cantt

E-Mail: [email protected]

Start Date for Internship: 6 July 2010

End Date for Internship: 13 Aug 2010

Report Date: Aug 2010

DEDICATION

THIS REPORT IS DEDICATED TO MY BELOVEDMOTHER, MY

FAMILY, MY RESPECTABLE TEACHERS, MY FRIENDS & ALL OF

THOSE WHO ARE WITH ME AND GUIDE ME IN ALL TIME

WHENEVER I FACE PROBLEMS DURING THE WHOLE OF MY

STUDY PERIOD.. THEIR PRAYERS AND LOVE GAVE ME THE

COURAGE SO THAT I AM ABLE TO COMPLETE THIS REPORT

ACCORDINGLY WHICH HELPS ME TO REACH MY

DESTINATION.

Acknowledgement

Allah has said, "Pray to me so that I will answer you"

All praise belongs to Allah. It is by the blessings of Allah that I have completed my

internship and all difficult tasks have been accomplished.

With a deep sense of gratitude I extend my thanks to Teachers of Comsats Institute of

Information Technology (Wah Campus), for their expert guidance and help through out

my internship. I would also like to thanks following members of Pakistan Ordinance

Factory:

Manager Abdul Rehman Shahid

Manager (SW) Muhammad Hussain Bhatti

Assistant Manager Muhammad Shahid

Assistant Manager Sadia Haider

Assistant Manager Mushtaq Ahmad

Assistant Manager Imtiaz Ali

Assistant Manager Syeda Farah Zainab

Establishment officer Asghat Ali

Establishment officer Muhammad Naseer

Establishment officer Ashfaq Ahmad

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Establishment officer Muhammad Nawaz

“I believe in Allah and the power of human will”

TABLE OF CONTENTSExecutive Summary

About POFs

Human Resource Planning Accessing the human resources needs Pre-Board Meeting

Job Analysis

Introduction to Job Analysis

Importance of Job Analysis for the POFs

Purpose of job AnalysisRecruitment

What is Recruitment?

Recruiting Goals

Constraint on Recruiting Efforts

Recruitment Sources

Recruitment AlternativesSelection

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What Is Selection?

Selection in POFs

Steps in Selection Process of POFsTraining & Developing Introduction to Training & Developing New -Employee Orientation

Employee Benefits Introduction of Employee Benefits

Fringes and Benefits - OFFICERS BS-17 Facilities

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EXECUTIVE SUMMARY

This project internship report evolves around the very critical issue. This issue is related

to human resources management. Basic purpose for conducting this study is to see that to

what extent human resource concepts do have their practical implication? The

organization, which I have selected, is PAKISTAN ORDINANCE FACTORIES. The

reason for selecting this organization was to gain my experience being an internee and to

understand overall organization structure, culture, problems employees facing, their level

of motivation in jobs, employees overall satisfaction level and to see its real world

implication in POF whether its apply in the company and to what extent for this is major

purpose of doing internship For this reason it is necessary to obtain an understanding of

the HRM so that come to implement HRM concepts to tailor them to suit the

requirements of a given situation. Many students believe that textbooks do not generally

represent the real world.  To some extent, this is true.  The formal theories found in

textbooks often do not represent every situation found in actual organizations.  On the

other hand, every decision that we, as managers, make is based on the theory (or

mental model) of how and why people behave in organizations. Human Resource

Managers have to create an environment in which their employees are likely to be

motivated sufficiently to learn and then to repeat the learned processes or activities. The

sole purpose of doing internship is to get their people to act according to what they want

done in the department. Now what I have to do is to see that to what extent these HR

concepts are implemented in POF and in what state? An other purpose is to study the

structure of HR department and find out the pit falls in that structure develop a

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purposed structure and give some recommendation for better HR department, and

motivational aspects of employs.

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PAKISTAN ORDNANCE FACTORIES

Pakistan Ordnance Factories, a huge Defence industrial complex in public sector with diversified products which are mainly focused at providing the self reliance through indigenization within Pakistan. Thus POF is a 'force behind the forces' as it is producing armaments, ammunitions and weapons for all the three forces i.e.; Pakistan Air Force, Pakistan Navy and Pakistan Army. On 28th December 1951 khawaja Nazim-ud-Din, the 2nd Prime Minister of Pakistan laid down the foundation of POF.

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In 1951 POF was established as expanded as a sprawling complex of fourteen mainstream industries and seven commercial subsidiaries. These are

Weapon Factory Machine Gun Factory Small Arm Ammo Factory Medium Artillery Ammo Factory Heavy Artillery Ammo Factory

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Tank & Anti Tank Ammo Factory Explosive Factory Filling Factory Propellants Factory Tungsten Alloy Factory Tungston Carbide Factory Steel Foundry Brass Mills Garments Factory

Subsidiaries are: Wah Industries Ltd. Wah Nobel Hi-tceh Plastics University of Wah Wah Medical college Wah Engineering College Welfare Trust

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Situated about 45 Km from Islamabad, the capital city of Pakistan, POF has its main manufacturing facilities located at Wah Cantt, a model city with some of the best civic amenities in the country.

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ORGANIZATION CHART- DIRECTOR HRM

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I.ACR, seniority, promotion I. Transfer posting and Identification of BS-17 and above and discipline (BS-16 all training needs &||.Recruitment BS 1-19 ||. Establishment matters, staff analysis at orgnl..

and RTE's (Dir admin, Export and person levels.|||.Establishment matters R&D and board offices) I.planning & execution BS-17 and above |||. Seniority, promotion, DPE of training programsIV.Posting transfer and BS 5-16 all staff and officers (general and tech) atDeputation BS-17 and above IV.Inter factory transfers - all technicaian,supervisor,V.Creation % revival of posts staff and RTE's junior mgt,middle BS 17 & above V.posting of newly inducted mgt & senior mgt level

Staff & RTE's within country and VI.Vacancy position BS 1-16 outside of country VIICreation revival of posts II.grooming of POF BS 1-16 employees through

Seminars, lectures etcIII.Acquisition of higher EducationIV.POFIT administration

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V.Pension processing

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Business OperationsOrdnance ProductsInfantry Weapons

With technology acquired from world leaders in Small Arms namely H&K Germany and Rheinmetal Germany . POF range of infantry weapons now includes various versions of Rifle G3, Submachine Gun MP5, and Personal defence Weapon SMGPK.

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  Personal Defence Weapons

Sub Machine Guns

Automatic Rifles 

Machine Gun MG3    

Machine Gun 12.7mm Type 54  

Artillery Ammunition

POF manufactures following variety of Artillery Ammunition :-

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105 MM HOW   »  

120 MM SMOKE WP M44A1   »  

122MM HOW HE   »  

130MM HE   »  

100 MM APFSDS/T   »  

MINE ANTI-TANK P3 MK2   »  

105 MM APFSDS/T L 64 A4   »  

105 MM HE TK P1 A1   »  

105MM HESH L35A3   »  

Human Resource DepartmentIn POF, more than 25000 people are working for strengthening of

the national defense. This huge human capital is engaged in supporting each other for the same national cause. A well established HR Department is responsible for recruiting and training of the new human capital but also empowering the present employees with innovative methods of trainings for better outcomes. In POFs, all the Human Capital is recruited and managed centrally by HR Department.

Each and every year, many a people are retired from service after completing their tenure i.e. at the age 60 years or completing 25 years of service. Thus a large no. of posts become vacant which are filled in on the basis of specific quota reserved for all the regions/ provinces of Pakistan. The process of selection of the right persons for the right jobs (Recruitment) involves a chain of steps which are focused at exploring the potential individuals who can perform well in the organization in the existing scenario. This process ultimately results in appointment of the people who perform well during different steps of this recruiting process. Main steps of this process are as below;HUMAN RESOURCE PLAINING

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HR Planning links people management to the organization's mission, vision, goals and objectives, as well as its strategic plan and budgetary resources. A key goal of HR planning is to get the right number of people with the right skills, experience and competencies in the right jobs at the right time at the right cost.

Accessing the Human Resources Needs.

In POFs, the human resource needs are accessed through a proper process.

Before the preparation of financial budget of POFs, each department sends their demand for HR. The G.M and the different department of POFs send their HR demand to their concerned section of HR Department.

JOB ANALYSISA job Analysis is a systematic exploration of the activities within a job. It is a technical procedure used to define a job’s duties, responsibilities, and accountabilities.

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In POFs, engineers, welfare officers, MBAs, doctors, IT specialists and some other professional degree holders are engaged in serving the nation. Each and every post has its own job requirements. So keeping in view, the job requirements and required basic qualifications, recruitment is done.POFs conducts job analysis when

New jobs are introduced. Changes occur in organizational structure.

Technological changes occur.

Importance of Job Analysis for POFs:

Being one of largest industrial complex, HR Department of POFs follows the basic HR policies and Job analysis is one of the most important activities being practiced here. The importance of job analysis for the POFs is as follows:

Job analysis identifies the personal qualifications necessary to perform the job and the conditions under which work is performed.

Job analysis identifies who does what. Determine needs for new and experienced employees. Place employees in jobs that use their skills effectively

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Furthermore, job analysis can uncover tools and technologies commonly used on the job, working conditions, and a variety of other aspects that characterize work performed in the position.Job Descriptions: A job description is a written statement of what the jobholder does, how it is done, under what conditions, and why.

Major duties performed Nature of job i.e; technical or managerial Performance standards Working conditions Number of employees doing the job Job identification

Job Specifications: Statement indicating the minimal acceptable qualifications incumbents must possess to successfully perform the essential elements of the jobs.

Education Experience

Age

Salary

Qualification

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Benefits

Detail of Duties Entrusted to the Staff of Section Estt-III (CM- Cell)

JOB DESCRIPTION

1 Workout of Provincial Quota.

2Approval of Advertisement.

3Publication of Advertisement through PRO.

4Receipt of applications & preparation of combined merit list.

5Scrutiny of applications.

6Approval of Chairman POF Board for date & time.

7Issuance of calls letters to eligible candidates for interview.

8Preparation of evaluation sheet.

9To get approval of Co-opt members for conducting the interview from Dir Admin & then issue of letters to the co-opt members and transport indent for co-opt members.

10Fax to GM/OFLS Karachi to arrange interview at Karachi.

11Issue of Minutes and approval of Chairman POF Board.

12Issue appointment letters to the selected candidates

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13Checking of original documents

14Transport indent to collect the reporting officers

15To arrange medical fitness from POF Hospital of selected candidates

16After medical fitness candidates be referred to FIU for security Clearance

17Arrange accommodation through Estate Officer

18Forwarding of Personal Files to OF-I/B for record

JOB DESCRIPTION

1 Maintenance of record of PVRs of newly inducted officers.2 Verification of character & antecedents of officers.3 Miscellaneous correspondence.4 Allotment of Pl # to newly inducted officers.5 Maintenance of D.O. Pt-I file6 To assist A I/C (recruitment)7 Mainting Leave Record Staff

JOB DESCRIPTION

1 Typing work of office2 Collection of Stationary3 Dak Diary / Despatch4 To assist A I/C (recruitment)

RECRUITMENT

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Being a defence organization, a well trained, professional and diversified human resource is required for better performance. On the basis of job analysis, recruitment for different posts is carried out to fill the vacant posts.

RECRUITMENT PROCESS

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Recruiting Goals: Although all organizations, at one time or another, engage in recruiting activities, some do so more than other. Certain other variables also influence the extent of recruiting. Employment condition in local community influences how much recruiting take place. The effectiveness of past recruiting efforts show itself in the organization’s historical ability to locate and keep people who perform well.Constraints on Recruiting Efforts:Factors that can limit recruiting outcomes.

Organization Image. Job Attractiveness. Internal Organizational policies. Government Influence. Recruiting Costs.

Recruitment Sources:i) Internal Search Many large organizations attempt to develop their own low-level employees for higher positions. For this purpose, employees fulfilling the requisite conditions for those posts are promoted to higher scales. In POFs, most of the vacancies are filled in through promotion of eligible employees. These promotions can occur through an internal search of current employees who have bid for a job, been identified through the organization’s human resource management system.

ii) External Searches:

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In case when suitable candidates are not available for filling the higher posts, the vacancies are advertised for recruiting efforts to the external community. Certain ratios of each cadres and technologies are reserved for direct induction from open market. These efforts include advertisement, colleges and universities, professional organizations and unsolicited applicants.

a) Advertisement: When vacancies are needed to be filled in, these are announced in national

newspapers through the advertisement. Being the federal Government organization, all

the vacancies are advertised through out Pakistan to recruit the suitable

individuals/professionals from all regions/provinces of Pakistan. So POFs symbolizes

unity of the whole nation. Vacancies are advertised in the well read and famous

newspapers (English / Urdu / local languages) all over the country to encourage the

people from all areas (Punjab, Sind (Rural & Urban), NWFP, Balochistan, FATA/NA

and Azad Jammu & Kashmir) according to standard regional quota.

Sr # Region / Province Quota ( % )

1 Merit 7.52 Punjab 50.03 Sind (R) 11.44 Sind (U) 7.65 NWFP 11.56 Balochistan 6.07 FATA / NA 4.08 AJK 2.0

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CAREER OPPORTUNITIES AT

PAKISTAN ORDNANCE FACTORIES WAH CANTT

Posts Available No. of Vacancies Qualifications / Expertise

Assistant Manager Technical

(BS-17)

Max age: 34 years

MeritPunjabSind (R)Sind (U)NWFPAJK

------

03

27

04

03

07

02

BSc Engg or equivalent (recognized by Pakistan Engineering

Council) in Mechanical / Electrical / Electronics / Metallurgy.

However, preference will be given to the under mentioned sub-

specialties:

i. Mechanical Engineer with sub-specialty of Machine

Design, CAD/CAM, Meteorology, Manufacturing processes.

ii. Electrical / Electronics Engineer with sub-specialty of Digital

Signal Processing, Computer Architecture, Digital Logic Design,

Advance Electronics. Preference will be given to Electronics

Engineers.

iii. Metallurgical Engineer with sub-specialty of non-destructive

testing, Alloy formation, Material Science.

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Assistant Manager Chemical

(BS-17)

Max age: 34 years

Punjab

Balo

-

-

04

01

BSc Engg / MSc Chemistry or equivalent (recognized by Pakistan

Engineering Council) in Chemical Technology. However, chemical

engineers with sub-specialty of Stoichiometry, Fluid Mechanics, Plant

Design & Economics, Heat Transfer and Chemical Process Industries

will be given preference.

Assistant Manager Civil

(BS-17)

Max age: 34 years

Merit

Punjab Sind (R)Balo

-

-

-

01

03

01

01

BSc Engg or equivalent (recognized by Pakistan Engineering Council) in Civil Technology.

Assistant Programmer (BS-

17)

Max age: 35 years

MeritPunjab

--

0101

Master Degree in Computer Science / Bachelor Degree in Computer Engineering from the institutions recognized by Higher Education Commission of Pakistan and Pakistan Engineering Council.

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Please note:

i. Relaxation in upper age limit will be admissible as per prevailing government rules.

ii. Those having foreign spouse are ineligible.

iii. Government servants should apply through proper channel.

iv. If presently employed in any Govt. Deptt. The substantive pay (BPS) will be protected

under the Govt. Rules.

v. Uninterrupted pensionable service rendered in other Govt. Deptt. Will be counted towards

present service subject to payment of proportionate pension share by former Deptt under

the rules issued by Govt. from time to time.

vi. The starting salary will be Rs --------------.

vii. Subject appointments are pensionable. Gratuity, Benevolent Fund and Group Insurance

are admissible as per Govt. Rules.

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viii. Furnished single accommodation for every new entrant @ 5 % deduction from the running

basic pay. Married accommodation will be provided as per POF Allotment Rules.

ix. One of the best well-equipped modern POF Hospital, having almost all specialties provides

free medical care for employees, immediate family members & dependent parents.

x. Selected candidates will have to execute a Prescribed Bond / Undertaking to the effect

that he / she would serve POF for a minimum period of 05 years, if required by POF, failing

which he / she would refund all the amount spent on his/her training plus penalty as

prescribed in the Bond/Undertaking.

xi. Application on A-4 size paper as per specimen alongwith two recent passport size

photographs (without documents), may be submitted to Director HRM, POF Board

(Establishment-III) Wah Cantt, latest by ……………….. Application form can also be

downloaded from our website www.pof. gov. pk

xii. Applications incomplete in any respect and received after due date will not be entertained.

xiii. For any clarification please contact on Phone: 051-9314101-21 Ext. 21049, 22132 or Fax:

051-9271400 (addressed to Deputy Director HR-I).

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b) Colleges and Universities:HR representatives also visit prestigious educational institutions to conduct job interviews and offer job opportunities to fresh graduates.

SELECTION

Selection is the process used to choose individuals with the right qualifications to fill job openings in the organization. The more strategic term is placement, which means the process of ensuring that the right person is placed in the right job. Placement includes two separate but integrated concepts:

Person-job fit this is the process of ensuring that the knowledge, skills, and abilities of the individual match the requirements of the essential functions of the job.

Person-organization fit This is the process of ensuring that the personality and value system of the individual match the culture and objectives of the organization

Selection in POFs:After recruiting the next step is selection. Short listed candidates are called for the selection. In POFs, a standard selection pattern is followed for top level position and have different selection pattern for other positions.

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Employees for Technical, Chemical, human resource Department, information Technology and Civil engineering department are hired and kept on probation for a period of one year and are confirmed on satisfactory on job performance.

Open contract:The employees that are hired on open contract on completion of their contract, the contract is renewed keeping in view the organization requirements.

Steps in Selection Process of POFs:Initial screening:The first step in the selection process where by job inquires are sorted and initial screening is done on the basis of data given in the application form filled in by the applicants. Their eligibility and in-eligibility is finalized on the basis of this data. Completing the Application Form:In this process specific employment form are completed. These forms are used to generate specific information about the employee that company wants about him. A job application Performa is also given in the advertisement to be filled by the applicants to provide their bio-data.

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APPLICATION (Specimen)

Post applied for:____________________ Technology:--► (For Technical post only) Mechanical Electrical Electronics Metallurgy Chemical Civil

Candidate Name: ___________________________________________________

NIC #:____________________________________ Religion: ________________Father’s Name: ________________________(Father / Mother working/worked in POFs)

Yes No

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Postal Address: ____________________________________________________

_______________________________________________________________________________________________________

Gender:

Marital Status: Married Single

Permanent Address______________________________________________________________________________

_______________________________________________________________________________________________________

Ph # ____________________________, Cell # ___________________________

E-mail address: _______________________, Fax # (if any)__________________

Date of Birth: Day Month Year Interview Centre:

Karachi Wah Cantt Lahore Peshawar Quetta

Domicile: Punjab

Balochistan

NWFP

Sind (U)

Sind (R)

FATA / NA

AJK

[AGE RELAXATION

Not claimed (within age limit) Govt. Servant including serving in Armed

Forces

Armed Forces Released/Retired Commissioned

Officer/Personnel

AJK / FATA / NA

(Tick the relevant box)ACADEMIC QUALIFICATIONS:

QualificationBoard / University

Result Declaration Date Marks Obtained

(all semesters / years)

Total Marks Percentage

Day Month YearMatric

Intermediate (Marks obtained should not

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Male Female

include NCC Marks) BSc Engg, MSc Chemistry MBBS BSc Engg Comp / MCS MBA / MPA / MA Adm Science / MA Social Work / Sociology / Anthropology / Psychology (Tick relevant degree)

Note: Marks obtained should be sum of marks of all semesters / years.

Any OtherRELEVANT PROFESSIONAL EXPERIENCE (Start from first employment in ascending order)Name of the Post BP

S

Organization / Department

Period Nature of Job StatusFrom To

Perm

ane

nt

Tem

pora

ry

Cont

ract

Ad-H

oc

Fed.

Go

vt.

Prov

. Go

vt.

Arm

. Fo

rces

Auto

. Bo

by/

Pvt Month Year Month Year

UNDERTAKING I confirm that the information given above is correct to the best of my knowledge and belief that

any wrong information contained herein shall render me liable to disqualification at any

stage.

Signature of candidate ___________________________Employee Test:After the completion of application form, applicants are tested by computer based tests and hand written tests depending on the requirements.

1)Performance Simulation Test:

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Works sampling and assessment centers evaluation abilities in actual job activities.2) Works Sampling: A selection device requiring the job applicant to actually perform a small segment of the job.

3) Assessment Centers:A facility where performance simulation tests are administered. These include a serious of exercises used for selection, development, and performance appraisals.Comprehensive Interview:A selection device which is used to obtain in depth information about the candidate.Behavior Interviews:Observing job candidates not only for what they say but for how they behave.After short listing of applicants, individuals falling top in the merit are called for personal interviews to judge their professional knowledge and their approach which reflects their personality. Thus the applicants

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with suitable professional knowledge and required approach are selected for appointment in POFs.Conditional Job Offers:A tentative job offers that become permanent after certain conditions are met. Appointment letters alongwith fringes and benefits offered at POFs are sent to selected persons with certain conditions to be completed before joining POFs. Medical & Physical Examination:The last step in selection process of POFs is to conduct a medical or physical test. POFs use physical test as a selection device to screen out individuals who are unable to physically comply with the requirement of a job.Comprehensive Selection:Applying all steps in the selection process before rendering a decision about a job candidate.

SOCIALIZING EMPLOYEES

When we talk about socializing, orientating, and developing employees, we refer to a process of helping new employees adapt to their new organizations and work responsibilities. These programs are designed to assist employees to fully understand what working is

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about in the organization and to help them become fully productive as soon as possible.Socialization:A process of adoption that takes place as individuals attempt to learn the values and norms of work.Assumptions of Employee Socialization:Several assumptions underlie the process of socialization: 1: Socialization strongly influences employee performance2: Socialization organizational stability3: New members suffer from anxiety4: Socialization does not occur in a vacuum5: Individuals adjust to new situations in remarkably similar waysThe socialization process: Socialization can be conceptualized as a process made up of three stages:1: Pre-arrival stage: This socialization process stage recognizes that individuals arrive in an organization with a set of organizational values, attitudes, and expectations.2: Encounter stage: The socialization stages where individual confront the possible dichotomy between their organizational expectations and reality.3: Metamorphosis stage: The socialization stage during which the new employee must work out inconsistencies discovered during the encounter stage.

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TRAINING AND DEVELOPMENT OF EMPLOYESS

The objective of training and development is to enable employees to acquire the knowledge, skills, abilities and attitudes necessary to enable them to improve their performance. Staff training and development should focus on the department's objectives and goals and staff's competencies in achieving them.

Training: to familiarize new recruits with job requirements and procedures, departmental objectives and performance standards; and the values and norms of the department.

Development: The purpose of development is to identify and develop the potential within staff, to build existing skill levels, and to prepare staff to take on greater responsibility during their career.

New -Employee Orientation:New employee orientation covers the activities involved in introducing a new employee to the organization and to the individuals in his or her work unit. An orientation program should familiarize the new member with the organization objective, history, philosophy, procedure, and rules; communicate relevant HRM policies such as work hours, pay procedure, overtimes requirements, and company benefits; review the specific duties and responsibilities of new member's job; provide a tour of organization's physical facilities; and introduce the employee to his\her manager and coworkers. In POFs, all the selected individuals are introduced to all of the units/ groups through a comprehensive training program (3-4 months) which is specially focused at socializing the new entrants in the organization.

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This program consists of lectures, visual demonstrations and industrial visits. Thus these young officers become familiarized with the system being operative in the organization. Relevant rules and regulations are circulated among these officers. This intensive training program also includes hands-on experience through visits of respective groups. Relevant industries are also visited to study the comparative managerial tools which help in effective management in future.

EMPLOYEE BENEFITS Employee Benefits: Membership based non financial rewards offered to attract and keep employees.

As in past POFS was a government organization all of its pay standards were according to the scales

of employees. After the privatizing of the organization the POFS is still using some pervious standards

including pay standards. POFS uses basic pay scale (BPS) standards. There are 22 grades or levels in POFS i.e. 17-22. Fringes and Benefits - OFFICERS BS-17 Basic Pay Rs 8210/- Two Advance increments Rs 1230/- Conveyance allowance Rs 1240/- House Rent Rs 3695/- TOTAL Rs 14375/- •

Single accommodation fully furnished having a monthly rental value of Rs. 5000/- is provided to POF officers at a subsidized value of Rs. 450. •

Married accommodation / Banglow ranging from Rs 15,000/- to Rs 20,000/-is provided after deduction of house rent only. In addition to above, following facilities are also available:

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Free medical facility / treatment to POF employees, their

family and parents are provided to POF officers. Adequate intra city transport facilities for local traveling at

cheapest rates. Ample recreational sports facilities such as one of the

country’s best 9-holes golf course, skeet shooting, tennis, cricket, volley ball; swimming, international

standard squash court etc. 4-Star POF Hotel in the heart of the city where POF

employees and their guests can stay at considerably low rates. Branches of the entire local and several multinational banks.

University of Wah, Engineering and Medical Colleges in addition to Post Graduate

Colleges for men and women and over 100 other educational institutions facilitating the literacy rate

of the city to 95 %, which is the highest in the country. Ordnance Club (Officers Club) the hub of all social and

cultural facilities for the welfare / entertainments of its members and their families. Uninterrupted power supply of electricity at subsidized rates

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